OK, I’m sorry, you can’t. If it was that easy, we wouldn’t be struggling so much with transforming organisations. Now, I assume that if you read this post, you probably are interested in changing the course of your organisation, division, team or whatever structure you’re part of. If so, read on about my ideas on how to approach this complex problem.
Why Would We Like To Change The Culture?
Imagine Chris. Chris is not living a healthy life. He smokes, drinks 3-4 beers each evening in front of the sports channel. He is a white-collar worker, and commutes to the office by car. He likes it that way and thinks that he doesn’t need a change.
By accident, our Chris has met a sports coach, Anna, who told him, that if he’s going to live his life like that any longer, he will soon get himself into health troubles. Anna started to persuade Chris to exercise, to change his evening habits, to use a bicycle to commute to work. And Chris eventually started to do those things. The coach was happy and fulfilled. There was no more work for her to do. So she left.
Do you know what happened next? Yes. The same thing that happened the last time your organisation (or your friend’s organisation) tried to transform into an agile one. Agile coaches came in, people were sent to training courses, Scrum Masters were selected and… Done.
What we really should be after is something deeper than just some practices. Changing the mindset of Chris would result in a much more sticky lifestyle change. The same applies for organisations. Continue reading How To Change Organisational Culture In 3 Easy Steps
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